Question 1

Is the underlying purpose of job-based structures different from that of person-based structures? List the purpose of each.

Accepted Answer

No,the underlying purposes for both job-based and person-based structures are the same:
i.to collect and summarize work content information that identifies similarities and differences,
ii.to determine what to value,
iii.to assess the relative value,and
iv.to translate the relative value into an internal structure.

Question 2

Typical data collected for job analysis would include all but which of the following?

Accepted Answer

A)  job performance criteria 
B)  relationships with subordinates 
C)  incumbent performance level 
D)  conflicting work demands 
A)  job performance criteria 
B)  relationships with subordinates 
C)  incumbent performance level 
D)  conflicting work demands C

Question 3

Which of the following is an ordering of jobs based on their content or relative value?

Accepted Answer

A)  Job analysis 
B)  Job description 
C)  Job structure 
D)  Job evaluation 
A)  Job analysis 
B)  Job description 
C)  Job structure 
D)  Job evaluation C

Question 4

Do all tasks come under a job family? How is a task linked to a job family?

Accepted Answer

Yes,all tasks are a part of a

Question 5

)All of the following except ___________ are bases for judging job analysis.

Accepted Answer

A) currency 
B) acceptability 
C) cost 
D) usefulness 
A) currency 
B) acceptability 
C) cost 
D) usefulness

Question 6

An advantage of conventional job analysis interviews and questionnaires is _____.

Accepted Answer

A)  increased employee understanding of the process 
B)  lower cost to the organization 
C)  reduced subjectivity 
D)  less time to complete the process 
A)  increased employee understanding of the process 
B)  lower cost to the organization 
C)  reduced subjectivity 
D)  less time to complete the process

Question 7

What should the manager do if employees and their supervisors do not agree on what is part of the job?

Accepted Answer

Differences in job data may arise among

Question 8

How is validity important in judging job analysis?

Accepted Answer

Validity examines the convergence of res

Question 9

The PAQ measures jobs in terms of seven factors that are specific to each job.

Accepted Answer

A) True 
 B)False

Question 10

Job analysis is typically conducted by _____.

Accepted Answer

A)  experienced job incumbents 
B)  HR specialist 
C)  HR generalists and supervisors 
D)  Supervisors and experienced workers 
A)  experienced job incumbents 
B)  HR specialist 
C)  HR generalists and supervisors 
D)  Supervisors and experienced workers

Question 11

Government job analysis procedures recommend interviewing

Accepted Answer

A)  the best performing employees. 
B)  long tenure employees. 
C)  the typical employee. 
D)  workers just completing the probationary period. 
A)  the best performing employees. 
B)  long tenure employees. 
C)  the typical employee. 
D)  workers just completing the probationary period.

Question 12

"Responsibility for ensuring that accurate information is provided to customers" is an example of a _____.

Accepted Answer

A)  task 
B)  task statement 
C)  task dimension 
D)  job 
A)  task 
B)  task statement 
C)  task dimension 
D)  job

Question 13

The verification process of job analysis is conducted with both the supervisor and job incumbents.

Accepted Answer

A) True 
 B)False

Question 14

Professional/managerial jobs often have less detailed job descriptions since their jobs have more discretion and latitude.

Accepted Answer

A) True 
 B)False

Question 15

Managerial/professionals job descriptions focus on tasks rather than accountabilities and scope of the job.

Accepted Answer

A) True 
 B)False

Question 16

( p.100)The list of tasks,duties,and responsibilities that make up a job is a ________

Accepted Answer

A)  job analysis. 
B)  job evaluation 
C)  job specification. 
D)  a job description 
A)  job analysis. 
B)  job evaluation 
C)  job specification. 
D)  a job description

Question 17

Write a short note on Americans with Disabilities Act.

Accepted Answer

Americans with Disabilities Act regulati

Question 18

Engineering,sales,maintenance are examples of ___________

Accepted Answer

A)  occupations 
B)  job families 
C)  job dimensions 
D)  job groups 
A)  occupations 
B)  job families 
C)  job dimensions 
D)  job groups

Question 19

ADA has led many employers to _____.

Accepted Answer

A)  use task inventory job analyses 
B)  use the PAQ 
C)  give special benefits to disabled employees 
D)  modify the format of their job descriptions 
A)  use task inventory job analyses 
B)  use the PAQ 
C)  give special benefits to disabled employees 
D)  modify the format of their job descriptions

Question 20

The most common way to collect job information is _____.

Accepted Answer

A)  interview incumbents 
B)  ask incumbents to fill out a questionnaire 
C)  ask supervisors to fill out a questionnaire 
D)  the PAQ 
A)  interview incumbents 
B)  ask incumbents to fill out a questionnaire 
C)  ask supervisors to fill out a questionnaire 
D)  the PAQ

Is the underlying purpose of job-based structures different from that of person-based structures? List the purpose of each.

Typical data collected for job analysis would include all but which of the following?

Which of the following is an ordering of jobs based on their content or relative value?

Do all tasks come under a job family? How is a task linked to a job family?

)All of the following except ___________ are bases for judging job analysis.

An advantage of conventional job analysis interviews and questionnaires is _____.

What should the manager do if employees and their supervisors do not agree on what is part of the job?

How is validity important in judging job analysis?

The PAQ measures jobs in terms of seven factors that are specific to each job.

Job analysis is typically conducted by _____.

Government job analysis procedures recommend interviewing

"Responsibility for ensuring that accurate information is provided to customers" is an example of a _____.

The verification process of job analysis is conducted with both the supervisor and job incumbents.

Professional/managerial jobs often have less detailed job descriptions since their jobs have more discretion and latitude.

Managerial/professionals job descriptions focus on tasks rather than accountabilities and scope of the job.

( p.100)The list of tasks,duties,and responsibilities that make up a job is a ________

Write a short note on Americans with Disabilities Act.

Engineering,sales,maintenance are examples of ___________

ADA has led many employers to _____.

The most common way to collect job information is _____.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters

Exam 4: Job Analysis

Is the underlying purpose of job-based structures different from that of person-based structures? List the purpose of each.

Typical data collected for job analysis would include all but which of the following?

Which of the following is an ordering of jobs based on their content or relative value?

Do all tasks come under a job family? How is a task linked to a job family?

)All of the following except ___________ are bases for judging job analysis.

An advantage of conventional job analysis interviews and questionnaires is _____.

What should the manager do if employees and their supervisors do not agree on what is part of the job?

How is validity important in judging job analysis?

The PAQ measures jobs in terms of seven factors that are specific to each job.

Job analysis is typically conducted by _____.

Government job analysis procedures recommend interviewing

"Responsibility for ensuring that accurate information is provided to customers" is an example of a _____.

The verification process of job analysis is conducted with both the supervisor and job incumbents.

Professional/managerial jobs often have less detailed job descriptions since their jobs have more discretion and latitude.

Managerial/professionals job descriptions focus on tasks rather than accountabilities and scope of the job.

( p.100)The list of tasks,duties,and responsibilities that make up a job is a ________

Write a short note on Americans with Disabilities Act.

Engineering,sales,maintenance are examples of ___________

ADA has led many employers to _____.

The most common way to collect job information is _____.

The Pay Model

Strategy: The Totality of Decisions

Defining Internal Alignment

Job-Based Structures and Job Evaluation

Person-Based Structures

Defining Competitiveness

Designing Pay Levels, mix, and Pay Structures

Pay-For-Performance: the Evidence

Pay-For-Performance Plans

Performance Appraisals

The Benefit Determination Process

Benefit Options

Compensation of Special Groups

Union Role in Wage and Salary Administration

International Pay Systems

Government and Legal Issues in Compensation

Management: Making It Work

Filters